An important section highlighted in Chapter 18 talks about characteristics that are related to resistance towards change. These personal traits include: the employee's commitment towards change, their resilience towards change, their level of self-concept, their tolerance of risk, and their levels of self-efficacy. These characteristics may stem from the "obstacles within the work environment" (Kreitner 537).
In the article, "The Relationship Between Charismatic Leadership, Work Engagement, and Organizational Citizenship Behaviors," Babcock, et. al. study the relationship between charismatic leadership and employee perceptions. Their results suggested that there is a significant and positive relation between charismatic leadership and work engagement.
Charismatic, positive leaders can help pave the way for change by easing their employees into the idea. Great leaders can build trust within the workplace, thus possibly removing the antichange attitudes that may once have existed.
Source: Babcock-Roberson, Meredith Elaine, and Oriel J. Strickland. "The Relationship Between Charismatic Leadership, Work Engagement, and Organizational Citizenship Behaviors." Journal of Psychology 144.3 (2010): 313-326. Academic Search Complete. EBSCO. Web. 26 Apr. 2010.
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